Poor Mental Health at Work!
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[/vc_column][/vc_row][vc_row bg_type=”no_bg”][vc_column][vc_column_text]A job description also clarifies the employer’s expectations for the employee so they can understand what will be required of them in the role
It can also be a useful measure of job performance when assessing a new recruit’s performance. It’s well worth remembering that a well-written job description acts as an advert for you as an employer and will attract the best candidates.
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- Company name.
- Location, and whether there’s any travel involved.
- Salary, commission if relevant and company benefits.
- Full time or part time: detailing days and hours the employee is expected to work.
- Position reports to.
- Job purpose summary: a summary of the general nature and objectives of the job.
- Key responsibilities and accountabilities: a list of the main duties or tasks of the employee, a guideline is between 8-15 sentences or points.
- Person specification: this is where you can think carefully about the skills, experience, ability and aptitudes you are looking for from your ideal candidate. Separate those that are essential from desirable.
- Qualifications that are required for the role: whether academic, professional or practical, e.g. driving licence.
- Previous experience: state whether it is desirable for the candidate to have prior experience in a similar role.
[/vc_column][/vc_row][vc_row bg_type=”no_bg”][vc_column][ultimate_spacer height=”20″ height_on_tabs=”20″ height_on_mob=”20″][ultimate_spacer height=”10″ height_on_tabs=”10″ height_on_mob=”10″][ultimate_spacer height=”10″ height_on_tabs=”10″ height_on_mob=”10″][/vc_column][/vc_row][vc_row][vc_column width=”1/2″][vc_column_text]Remember, your job description needs to be concise, clearly thought through and an accurate guideline of your vacancy
At Gotcha, our Talent Finders work closely with our clients to create a detailed person specification using our Talent Dynamics process
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Please be aware of Employment Legislation. As an employer you cannot be seen to be discriminating either directly or indirectly against any of the six categories specified in the law: gender, race, faith, disability, age or sexual orientation.
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